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งานประชุมวิชาการรัฐประศาสนศาสตร์ระดับชาติ ครั้งที่ ๑๐/๒๕๖๓

ค ำส ำคัญ การวิเคราะห์อภิมาน การจ่ายค่าตอบแทนตามผลงาน ผลการปฏิบัติงาน พนักงานภาคเอกชน

ข้าราชการไทย
A META-ANALYSIS OF THE USE OF PAY-FOR-PERFORMANCE IN INCRESING PUBLIC AND
PRIVATE SECTOR EMPLOYEES’ PRODUCTIVITY IN 18 COUNTRIES:
LESSONS FOR THAI PUBLIC PERSONNEL ADMINISTRATION

Dhanakorn Mulaphong
76
Mahidol University

Email address: dhanakorn.mul@mahidol.ac.th

ABSTRACT

Pay-for-performance has been widely used in public and private organizations to
motivate employees to enhance their effort and performance, though its effectiveness is still

skeptical. The author performed a meta-analysis of 38 studies reporting an association
between the use of PFP and employee productivity in 18 countries (except Thailand)
published from 1987 to 2017. Overall, the author found a positive association between PFP
and EP, although the effect size (ES) was miniscule (ES = .26, [95%CI = .15, .36]). Three-level
multilevel analysis, used to examine the influence of moderator variables at the individual,
organizational, and country levels on the PFP-EP association, revealed that at the individual
level, there was no statistical difference between workplace sectors regarding the PFP-EP
association. At the organizational level, a positive association between PFP and EP was found

in studies for which PFP was embedded in strategic human resource management (SHRM). At
the country level, national work values, especially the national performance-oriented value,
can influence the success or failure of the use of pay-for-performance to enhance employee
productivity. Lastly, the author discussed how these research findings can be used to improve
the effectiveness of the pay-for-performance practices in the Thai public sector.

76 Lecturer of Public Policy and Public Management Program, Department of Social Sciences, Faculty of Social Sciences and
Humanities, Mahidol University, Thailand

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